Hcp In Healthcare

1356 Words6 Pages
Human Resource Management (HRM) established in early 20th century, it is an integrated set of roles, functions, components, decisions, systems and processes in the whole system that meet the needs and support the work performance of all stakeholders to accomplish organizational goals (Hassani, Mobaraki, Bayat, & Mafimoradi, 2013). In healthcare system, HRM is a vital management of different kinds of clinical and non-clinical staffs who are responsible for public and individual health intervention (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). However, the problem of recruitment and retention of healthcare professionals (HCP) are challenging the HRM of healthcare which would lead to inadequate healthcare services in a country (Kadam et al.,…show more content…
It is an extrinsic motivation to influence the willingness of HCP to exert and maintain an effort towards attaining organizational goals (Mathauer & Imhoff, 2006). The HCP with low salaries are found de-motivated because their income is insufficient to meet their basic needs and their families (Henderson & Tulloch, 2008). The use of financial incentives such as high salaries, and performance payments could compensate HCP who works in rural areas because it was understaffed and creating additional work burdens for those who stay (Wurie, Samai, & Witter, 2016). Also, incentives should be given according to HCP’s life stage, such as age group and level of experience. It is because they have different job preferences that necessary to meet their needs (Honda & Vio, 2015). It could be applied for retaining an ageing workforce to promote continuity of care, and retain more experienced HCP in the workforce. The experienced HCP would act as role model among young HCP, and pass their knowledge and skills to them and subsequently improve the quality of healthcare services. They would decide to stay in the organization because of familiarize of working culture and appreciated, and they might not be able to get high salaries in other organizations due to high competition. However, more money does not indicate higher motivation. Therefore, additional retention strategies for HCP should be…show more content…
N., Marchant, T. C., & Bygbjerg, I. b. C. (2006). Improving motivation among primary health care workers in Tanzania: a health worker perspective. Human Resources for Health, 4(1), 1-7. doi:10.1186/1478-4491-4-6 Mathauer, I., & Imhoff, I. (2006). Health worker motivation in Africa: the role of non-financial incentives and human resource management tools. Hum Resour Health, 4, 24. doi:10.1186/1478-4491-4-24 Shemdoe, A., Mbaruku, G., Dillip, A., Bradley, S., William, J., Wason, D., & Hildon, Z. J.-L. (2016). Explaining retention of healthcare workers in Tanzania: moving on, coming to ‘look, see and go’, or stay? Human Resources for Health, 14(1), 1-13. doi:10.1186/s12960-016-0098-7 Willis-Shattuck, M., Bidwell, P., Thomas, S., Wyness, L., Blaauw, D., & Ditlopo, P. (2008). Motivation and retention of health workers in developing countries: a systematic review. BMC Health Services Research, 8, 247-247. doi:10.1186/1472-6963-8-247 Wurie, H. R., Samai, M., & Witter, S. (2016). Retention of health workers in rural Sierra Leone: findings from life histories. Human Resources for Health, 14(1), 1-15.

More about Hcp In Healthcare

Open Document